Age discrimination in the workplace outlawed
21th September 2006
From the 1st October 2006 new laws will protect workers of all ages from discrimination
in the work place.
The Age Discrimination regulations give important new rights and responsibilities
to every employee and business in Britain.
Discrimination against employees in recruitment, promotion or training just
because they are older will be against the law.
The regulations (which will not affect the age at which people can claim their
state pension) will:
* End age discrimination in terms of recruitment, promotion and training;
* ban unjustified retirement ages of below 65;
* remove the current age limits for unfair dismissal and redundancy rights.
They will also introduce:
* a right for employees to request working beyond retirement age and a duty
on employers to consider that request;
* a new requirement for employers to give at least six months notice to employees
about their intended retirement date so that individuals can plan better
for retirement, and be confident that "retirement" is not being
used as cover for unfair dismissal.
The Employment Equality (Age) Regulations 2006 outlaw unjustified age discrimination
in employment and vocational training. They apply to all individuals in work
or seeking work or access to training, to all employers, and to all providers
of vocational guidance. The regulations include a number of exemptions - for
example, in relation to retirement and service related benefits - and provide
for other differences of treatment if they can be objectively justified.
More information and explanation will be available in the October ALERT.
Fire Safety Risk Assessment Regulations
17th August 2006
1st October 2006 sees new Fire Safety Risk Assessment Regulations come into force.
Very basically you as an employer or person in charge of a workplace will be
required to conduct a thorough risk assessment of the likely hazards of fire
and the risks to people from those hazards. For a typical High Street shop location
the assessment will be relatively easy to perform. The likelihood of fire is
relatively small and the risk of people being harmed is also small. However,
you should conduct the assessment to satisfy the law. Full details will be released
to holders of
the retra health and safety guide shortly.
Contact Julie Cave Tel: 01234 269110 julie.cave@retra.co.uk for
details of the guide.
Age Discrimination Regulations
17th August 2006
From the 1st October 2006 it will be against the law to discriminate against
an employee on the grounds of age. This means that an employer cannot dismiss
(retire) an employee or make them redundant on the grounds of age. You must give
6 - 12 months notice of retirement to an employee who is due to retire. You must
give serious consideration to a request to continue working past normal retirement
age and give reasons for refusal.
National Minimum Wage Increases
17th August 2006
The hourly rate of the national minimum wage will increase to £5-30 for
22year olds +
The other rates will also increase more details in Alert.
Registered Digital Installer Scheme (RDI)
27th March 2006
The Registered Digital Installers scheme was launched on the 17th March by Alun
Michael, Minister for Industry and the Regions. The scheme aims to set and maintain
standards for aerial installers and allows accredited aerial installers to display
the Digital Tick logo. Under the scheme, administered by the Registered Digital
Installer Licensing Body, installers will be able to obtain a level two National
Vocational Qualification in Electrical and Electronic Servicing.
retra members who are using or looking to use aerial contractors should look
for installers who have the Digital Tick logo or at the least membership of
the Confederation of Aerial Industries (CAI) www.cia.org.uk
Thinking of changing your Energy supplier?
24th March 2006
Be very careful about agreeing to a contract over the phone, it could be LEGALLY-Binding
and as most energy contracts offered to retailers are for a fixed period of
up to five years, you could find yourself well and truly trapped.
Always ask who the caller is representing. Make notes of who they are and
who they represent as they could be from agents and not suppliers. Always remember
that YOU have the choice, you do not have to accept anything from the caller.
Do some research first and discuss your particular needs with the energy supplier
before you sign, it may be too late afterwards.
Ensure your staff are aware that they are not authorised to enter into any
commercial contracts unless specifically authorised by you.
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